jeff camp alternative teacher compensation presentation

Jeff CampJeff Camp

AltCompAltComp

Hand over your lupines!

Teaching is a

Rewarding Profession

What Will Affect Her Earnings?

What Will Affect Her Earnings?

• Stay in teaching for many years

(years)

• Invest in getting an advanced

degree (degrees)degree (degrees)

• Work for one district (loyalty)

• Work on the side

What is pay for?

Why do some jobs

pay more than others?

In principle, when should

one person be paid more

than another?

Pay should be fair.

Differentiated pay can

Insights

Differentiated pay can

support a strategy.

Be careful.

Private Sector Example

Look, then LeapLook, then Leap

Private Sector Example

Not

Bill Gates

Elements of Pay

SalaryIndividual BonusIndividual BonusGroup Awards

Stock Participation

Schematic pay model

Proven contributor,

Leader

Less responsibility

Proven contributor,

key role

Raise

Promotion

Schematic pay model

Support

TestDesign

Code

Pay Supports Evaluation Cycle

Employee

Writes Self-

Evaluation,

Draft Goals Meet. Discuss.

Clarify goals.

Revise if

Manager adds

comments to

employee’s

Raises,

bonuses,

promotions,

Peers, others

provide written

input

Revise if

needed.

Managers set

“review scores”

with guidance

from HR dep’t.

employee’s

self-evaluation,

revises goals as

needed.

promotions,

corrective

support, other

actions

Guard RailsGuard Rails

• Human Resources expertise

• Training, especially for managers

• Budgets, audits

• Feedback, communication… TRUST• Feedback, communication… TRUST

Complexity? Whoa, there.

Questions?Questions?

AltComp

in Schoolsin Schools

Program DesignTie pay increases to

Teacher

Knowledge

and Skills

Pay teachers for

Gains

in Student

Achievement

Direct funds to

Position

Incentives(“Hard to Staff” schools

and subjects)

Direct funds to

Additional Pay

For Added

Responsibilities(mentors, coaches,

evaluators)

Knowledge and SkillsKnowledge and Skills

Knowledge and Skills

• When does a teacher advance a “step?”

– Automatic?

– Satisfactory review?

• Change the meaning of columns?

– Only qualifying degrees/institutions?

– Ability to teach targeted subjects?

– Completion of targeted professional

development?

Knowledge and Skills

• How will Knowledge and Skills be assessed?

– Who will review whom?

– How often and on what rubric?)

Pay for Position

Pay for Position

• What are “hard-to-staff” schools?

• What are “hard-to-staff” subjects?

• Who decides? On what basis? Does this

standard change? standard change?

• What if a teacher in a higher-

compensated position is ineffective?

Pay for Position

• What are “hard-to-staff” schools?

• What are “hard-to-staff” subjects?

• Who decides? On what basis? Does this

standard change? standard change?

• What if a teacher in a higher-

compensated position is ineffective?

Pay for Position

Pay for Added Workand Additional Responsibility

Pay for Added Workand Additional Responsibility

• Will there be a compensated career path for

teacher leadership?

– Master, mentor, evaluator? Administrator?– Master, mentor, evaluator? Administrator?

• Is it “side” work or part of the career ladder?

• Base pay or bonus?

– What if they leave the leadership position?

Pay for Results

Pay for GROWTH

Pay for GROWTH

• Which results count?

– Only what you can test?

– Other criteria? – Other criteria?

Measured in what way?

How frequently?

– What are the most useful ways to measure growth

in learning?

Pay for GROWTH

• Will you

determine top and

bottom performers bottom performers

and give them formative

feedback? How?

• Absolute “grade” or on a

curve (e.g. 20-70-10)?

Pay for GROWTH

• Who gets “credit” for learning growth?

– Which faculty drive each student’s advancement?

– Are there multi-year effects?– Are there multi-year effects?

– Who decides?

• What could cause those results to vary from

one year to the next? Should there be an

adjustment process?

Program Design

Program Design

• All schools or some schools?

• Just for teachers?

• All teachers or some teachers?• All teachers or some teachers?

• Opt-in, opt-out, or all-in?

• Group goals or individual goals?

• Using what funding source?

• What happens to surplus funds?

Program Design

• What system calculates pay?

• How are issues identified and addressed?

• How are leaders trained?• How are leaders trained?

• How are participants trained?

• How will you ensure critical systems will work?

• How will you evaluate and adjust?

No Magic

Taking theTaking the

PlungePlunge